Workforce diversity : a human resource development perspective towards organizational performance

Workforce diversity has become an important issue in Malaysia as it is essentially linked to organizational performance. This implies that organizations should be more competitive in today’s globalisation. Thus workforce diversity is one of the fundamental solutions to enter the international arena. Specifically, organisations must invest necessary resources on workforce diversity in order to create opportunities for organisational performance. This article examines the extent to which workforce diversity has a direct impact on organizational performance. Finally, this article suggests that organizations should meaningfully redefine the notion of workforce diversity by reconsidering their broader theoretical underpinnings for a better human resource development practice

Exploring Mentoring as a Tool for Career Advancement of Academics in Private Higher Education Institutions in Malaysia

Mentoring refers to a dyadic relationship between a more experienced member of an organization with a less experienced individual. Mentoring provides support as a mentor acts as a role model. Mentoring is important for organizational development as it implies workplace learning and leadership principles in career advancement. The functions of a mentor are to teach, coach, support and guide a protégé, to progress in his/her career. This article theoretically explores the roles of mentoring in career advancement of academics in private higher education institutions

Workforce Diversity: A Human Resource Development Perspective Towards Organizational Performance

Workforce diversity has become an important issue in Malaysia as it is essentially linked to organisational performance. This implies that organizations should be more competitive in today’s globalisation. Thus workforce diversity is one of the fundamental solutions to enter the international arena. Specifically, organisations must invest necessary resources on workforce diversity in order to create opportunities for organisational performance. This article examines the extent to which workforce diversity has a direct impact on organisational performance. Finally, this article suggests that organisations should meaningfully redefine the notion of workforce diversity by reconsidering their broader theoretical underpinnings for a better human resource development practice

Human capital development and its impact on firm performance: Evidence from developmental economics

Human capital is getting wider attention with increasing globalization and also the saturation of the job market due to the recent downturn in the various economies of the world. Developed and developing countries put emphases on a more human capital development towards accelerating the economic growth by devoting necessary time and efforts. Thus human capital development is one of the fundamental solutions to enter the international arena. Specifically, firms must invest necessary resources in developing human capital which tend to have a great impact on performance. This paper examines the extent to which human capitals have direct impacts on firm performance from various critical perspectives. Firm performance is viewed in terms of financial and non-financial performance. Finally, this paper develops a model that explains the relationship between human capital and firm performance

Background of Malaysian private institutions of higher learning and challenges faced by academics

Private institutions of higher learning (IHLs) are as important as the public ones in preparing Malaysia as an educational hub in the Asian region. This article discusses background of Malaysian private institutions of higher learning and career challenges faced by the academics. The background consists of their account of establishment to the current development. The challenges include uncertain career path of academics, problems of tasks in teaching versus research due to lack of funding, opportunities for sabbatical leave and pursuance of higher education as well as participation in conferences abroad. Thus understanding challenges is important for the academics in private IHLs to prepare, plan and develop their careers

Effect Of Transformational Leadership And Creativity And Innovation On Organizational Performance: A Conceptual Model

This study aims to understand the effect of transformational leadership and creativity and innovation on organizational performance of the Malaysia Telecommunication Mobile Operators. The targeted population of this study will be the executives working in the four major mobile operators with more than 5 years of working experience in the industry. The problem to be addressed in this study will be the rapid technological changes that needs telecommunication service providers to be adapt and address the performance gap to achieve competitive advantage. Transformational leadership style of the CEO is seen as the catalyst towards building a creative and innovative work force to drive organizational performance. The main objectives if this study is to determine the relationships that constitute transformational leadership (covering intellectual stimulation, individual consideration, idealized influence and inspirational motivation) creativity and innovation (organizational factor of structure, strategy, support mechanism and behavior) and organizational performance. The study attempts to offer significant theoretical and practical contribution

A Systematic Review on Human Capital: A View From Human Resource Development

With rising globalisation and the overcrowding of the employment market because of recent crises in numerous economies throughout the world, human capital is receiving more attention. Both developed and developing countries place a greater emphasis on human capital development to accelerate economic growth by dedicating the required time and effort. As a result, one of the most important means of accessing the global stage is to build human capital. Firms must devote the required resources to building human capital, which has a significant influence on performance. From several critical viewpoints, this research investigates the extent to which human capital has direct implications on corporate performance. This survey also intends to review 42 human capital related papers. Additionally, this paper provides a comprehensive study concerning the chronological review based on each publication, while also focusing on and reviewing the topic knowledge utilizing a systematic literature review. Finally, this paper develops a model that explains the relationship between human capital and firm performance. Keywords: HRM practices, organization performance, human resource capital, human capital investment, employee engagemen

Kewartawanan warga di Malaysia: satu kajian dari sudut pandangan wartawan warga

Konsep siapa sahaja boleh menjadi wartawan telah menjadi satu ‘trend’ semenjak kemajuan teknologi dan pencapaian Intenet mudah yang melanda negara ini. Sesiapa sahaja yang mempunyai gajet-gajet moden termasuk telefon pintar dan capaian Internet boleh memuatkan apa sahaja yang mereka dengar dan lihat, dan menggelar diri mereka sebagai wartawan warga! Adakah konsep ini benar dalam menggambarkan siapa itu wartawan warga di Malaysia? Apa itu wartawan warga? Siapa itu wartawan warga dan mengapa mereka wujud di negara ini? Kajian ini akan mengupas persoalan industri kewartawanan warga dari sudut pandangan wartawan warga di negara ini

Determinants of turnover intention in the private universities in Malaysia: a conceptual paper

Turnover intentions in academic institutions has become one of the main concern of the management as surviving and achieving excellence is very much about having the knowledgeable and committed employee. Therefore, it is one of the main and foremost issue for a management of higher education institution to give important. There are many factors that influence an academician to have turnover intentions. Hence, this study’s focus was to investigate the relationship between role ambiguity, work-overload, work family conflict, co-workers warmth, co-workers competence and turnover intentions. The variables studied in this paper were analyse from a research framework. The finding of this study has been discussed on role ambiguity, work-overload, work family conflict, co-workers warmth, co-workers competence and turnover intentions. Conclusion has been drawn from the support of literature that states that the variables influences on turnover intentions. This paper’s finding provides valuable guidance for researcher and practitioners to overcome and improve the current mechanism to reduce turnover intentions. The research has also found few new paths for thinking on how to manage employees that having turnover intentions in any organizations

Assessing the Disparities Between Strategic Human Resource Management and Conventional Human Resource Management: A Theory-Based Review

Human resource management (HRM) is frequently considered an academic concept that is predominantly concerned with the employees of an organization. HRM generally provides personnel management for the organization by conducting a strategic decision-making function that can make or break the organization’s performance. However, today, Human Resources (HR) in modern organizations are constantly changing due to emerging technologies and the economy, which changed conventional HR practices. This study will thus assess the disparities between strategic and conventional HR management to assure the long-term viability of organizational performance based on the current literature. It is specifically based on current literature on strategic HRM practices and the evolution of strategic HR practices from conventional HR activities that impact organizational performance. The literature search was conducted based on articles published from 2014 to 2021. The findings emphasize the importance of integrating strategic HR practices into corporate settings because strategic HR practices allow us to move standard HRM practices in the face of rapid technological and economic developments. Keywords: Human Resource Management (HRM), strategic HRM, conventional HR